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Editor's message: The globalisation of trade has led many employers to establish a base abroad to facilitate business growth by having a local presence. Employers may either employ local workers and/or second or relocate their existing employees. A relevant factor is a priority recruitment system in favour of national workers. Where the employer transfers an existing employee abroad, it may be appropriate for the employer to issue a new contract to the employee with his or her agreement.
One key decision for a multinational employer is whether to engage employees on terms and conditions that are tailored for particular countries or regions, or are substantially the same for all locations. The employer, in making this decision, should consider the minimum requirements that apply to employment contracts under national employment laws, as well as under regional regulation, local rules and collective agreements.
Global employers will need to take account of rules that derive from the local state legislature, regional authorities and relevant collective agreements, as well as announcements of forthcoming law changes. In some jurisdictions, the government may announce new legislation, but delay its implementation for several years until it is brought into force, without warning, by publication in the official gazette.
Felicity Alexander, employment law editor
Updated to reflect a further extension to the state of economic emergency on 13 July 2017, relevant to the provision of food benefits.
Updated to include information on the British Columbia ban on requiring high-heeled footwear in the workplace.
Updated to reflect the adoption of accessibility legislation in Nova Scotia.
Updated to reflect the inclusion of gender identity as a prohibited ground of discrimination in all jurisdictions.
Updated to include information on the limitation to dismissal protection for employees over the age of 50, effective 1 July 2017.
Updated to include information on part-time return-to-work arrangements, available from 1 July 2017.
Updated to reflect the inclusion of Alberta in jurisdictions where employees can opt out of union membership for religious reasons, where a union can be certified without a representation vote and where a first collective agreement can be imposed by the labour board.
Information on legal service providers for Singapore employment law.
Information on legal service providers for France employment law.